During the Q&A at a recent speech at Emory University, a Gen Z leader asked me for my best tips on managing an employee who is older than you are.
This issue is more common than you may expect. According to a 2023 Harris Interactive/CareerBuilder survey, nearly 40% of US workers reported having a boss younger than they are.
My biggest advice is not to assume the older employee has any problem reporting to a younger boss! (Maybe don’t say, “Hey, you’re old enough to be my parent!”)
However, if you do feel some discomfort or sense any tension with an older direct report, here are 3 tips to avoid assumptions and benefit from generationally different styles on your team:
1. Schedule Regular One-on-Ones
Proactively set up regular check-ins if you don’t have them already, and start each meeting by asking, “What’s on your mind?” This ensures you don’t make any assumptions about what the employee wants or needs or thinks.
Specifically, you might say, “I value your experience – how do you think we can approach this project/issue/challenge/
2. Set Clear Goals and Expectations, Then Let Them Decide the “How”
Clearly communicate the “what” (objectives/outcomes/timeline) but allow the employee some autonomy on the “how” (methods and style).
For instance, “Here’s the target we need to hit – I trust your approach on how we get there. What do you think will be the best course of action?”
3. Acknowledge Their Contributions
Learn how the older employee likes to be recognized, which may be different than what you would want or expect. Options include public praise, private praise, more responsibility or increased flexibility.
If they value public praise, you might say in a team meeting, “I’d to thank (Name) for their deep knowledge and experience on this topic. Their input was key to shaping our strategy.”
p.s. The secret is these are all great tips for any age of employee!
